The Four Superpowers of OKRs

How to make your team agile in 3 months.

The ability to swiftly adapt and pivot in response to evolving markets and customer demands is not just advantageous; it’s imperative for survival. Enter Objectives and Key Results (OKRs), a goal-setting powerhouse that has revolutionized how companies define success and drive progress. Born out of the high-stakes tech industry and popularized by corporate titans such as Google and Intel, OKRs have become the linchpin for companies aspiring to navigate the turbulent waters of industry disruption with grace and decisiveness.

At its core, the OKR framework is disarmingly simple. It starts with setting ambitious and aspirational objectives — qualitative statements of what you aim to achieve. These objectives lay out a clear direction for the organization, and when crafted thoughtfully, they ignite inspiration across the ranks. To tether these high-flying ambitions to earth, OKRs are anchored with key results — specific, quantitative measures that track the progress and performance relative to each objective. It is within this balance of aspiration and measurable outcomes that OKRs find their strength, transforming lofty visions into a quantifiable trajectory of success.

But the prowess of OKRs extends beyond their structuring capabilities. In an age where business agility is as crucial as the strategy itself, OKRs serve as a vital enabler for organizational nimbleness. By employing OKRs, organizations grant themselves the flexibility to navigate unexpected turns and market shifts, all while maintaining a steadfast gaze upon their overarching ambitions. This agility is not just about speed; it’s about precision, about the ability to course-correct quickly and effectively without losing momentum. OKRs empower teams with a clarity that enables them to iterate, innovate, and sprint ahead in a unified, purposeful manner.

In understanding the immense power of OKRs, we also come to appreciate their nuanced influence on the corporate ecosystem. They drive alignment and collaboration, ensuring that every level of the organization — from C-suite executives to the front-line employees — is pulling in the same direction. OKRs shatter silos and foster a culture of transparency, where achievements and setbacks are shared openly, and learnings benefit the whole. They are the champions of focus, coaxing teams to distil their energies into the initiatives that promise the most significant impact.

Superpower 1: Translate Strategy into Action

When it comes to strategic execution, many organizations falter at the juncture between defining their strategy and translating it into tangible action. The result? A strategic plan that, while impressive on paper, fails to materialize in the real world. This is where OKRs swoop in with their first superpower: translating strategy into action. With a well-defined set of objectives and key results, the grand visions of where the company aims to go are distilled into clear, actionable steps that employees can understand and act upon.

Consider a SaaS company that aims to become the leader in its sector by achieving a 40% year-over-year growth. The strategic goal, while clear in its ambition, is lofty and not immediately actionable. How does a team, then, channel this into their daily work? This is where the craftsmanship of OKRs comes into play, serving as a conduit between the grand vision and the granular actions needed to realize it.

For such a SaaS company, the OKR methodology would begin by defining an objective that resonates with the strategic goal but refines it into a more approachable target. The objective might be set as “Accelerate growth to establish market leadership.” This is a qualitative statement that encapsulates the strategic intent but does so in a way that begins to suggest movement and direction at an operational level.

Now the key results come into play to operationalize this objective. These are quantifiable outcomes that serve as milestones on the path to achieving the objective. In our SaaS example, the key results could be:

KR 1: Increase annual recurring revenue (ARR) by 40% by the end of Q4.

KR 2: Attain a customer churn rate of less than 5% each quarter.

KR 3: Launch two new flagship features that contribute to at least 25% of the new ARR.

KR 4: Grow the customer base by 30% through targeted expansion in the APAC region.

With these key results, the teams within the company have a clear set of deliverables that guide their actions. The sales team understands the target for new revenue and can strategize on their sales processes and customer acquisition tactics. The product development team is charged with the timely delivery of new features that drive value for customers and, in turn, revenue growth. The customer success team, recognizing the critical importance of customer retention, refines its engagement strategies to ensure churn rates are minimized.

Each of these key results is a stepping stone that translates the broad strategy into specific actions. Not only do they make the objectives manageable, but they also impart clarity and facilitate progress tracking. Team members can see the direct correlation between their daily efforts and the advancement towards the company’s strategic goal.

A real-life illustration of this principle at work is Google’s early adoption of the OKR framework, which has been widely credited as a crucial element in the company’s explosive growth. Google’s objective to “organize the world’s information and make it universally accessible and useful” was ambitious and strategically profound. OKRs helped break this down into quantifiable targets such as improving the speed of search results, expanding the index of searchable content, and launching new languages on the platform, which then directly informed the actions of their engineering and product teams.

By delineating strategic goals into actionable objectives, OKRs effectively create a bridge between the realms of planning and execution. They enable each team member to grasp their part in the larger narrative of the company’s journey, empowering them with a sense of purpose and the clarity needed to contribute meaningfully to the collective endgame. The true superpower lies not just in demystifying strategy but in igniting the engine of action that propels the organization forward.

Superpower 2: Higher Levels of Agility

The concept of agility in a business context has evolved from being a desirable trait to a vital component of survival and success. In the landscape of modern business, characterized by rapidly changing markets and technological advancements, the ability of a team to be agile — to quickly pivot and adapt — is more crucial than ever. This agility is not just about speed; it’s about strategic responsiveness and resilience. OKRs (Objectives and Key Results) are instrumental in cultivating such agility through their inherent iterative process.

This iterative process within the OKR framework is a loop of setting objectives, implementing actions, measuring outcomes, and reflecting on results. Teams are encouraged to engage in regular OKR check-ins — often quarterly or even monthly — ensuring continuous review and reassessment of their goals. It’s this cyclical rhythm that infuses agility into the DNA of the team’s operational strategy.

Teams that embrace the iterative nature of OKRs find themselves better equipped to respond to changing circumstances. Instead of being locked into rigid, annual plans that quickly become outdated, teams can recalibrate their objectives and key results in response to new data, insights, or shifts in the market. This flexibility allows them to seize opportunities or mitigate risks in a timely fashion, maintaining their relevance and competitive edge.

A concrete example of agility through OKRs can be observed in a technology company that specializes in e-commerce solutions. As the global pandemic escalated, causing a surge in online shopping, the company recognized an immediate shift in market demand. Traditional brick-and-mortar retailers were scrambling to establish an online presence, and existing e-commerce platforms were seeking to optimize their user experience to handle increased traffic.

The company’s pre-pandemic OKRs had centered around gradual market expansion and feature enhancements based on a predictable growth pattern. However, faced with the market shift, they leveraged the agility offered by OKRs to swiftly adapt their objectives. Within weeks, they altered their OKRs to focus on scaling up their infrastructure, integrating more robust analytics features for retailers to understand consumer behavior, and launching a simplified platform version tailored for small businesses looking to move online quickly.

This agile response to market shifts did not just mean a change in technical priorities; it necessitated cross-functional collaboration at an unprecedented scale. Sales and marketing teams aligned with the new OKRs to pivot their strategies towards addressing the urgency of retailers needing to transition online. Customer service teams prepared for a surge in inquiries, shifting their OKRs to include enhanced training and resource allocation.

The outcome of this agility was twofold. Internally, it fostered a renewed sense of purpose and adaptability among teams, as everyone clearly understood the immediate value of their work in the context of changing market dynamics. Externally, it positioned the company as a responsive and reliable partner in a crisis, thereby enhancing their brand reputation and leading to significant customer growth.

In retrospect, the agility that OKRs imparted allowed the company to not only navigate through a disruptive market shift but also to emerge stronger and more attuned to the needs of their customer base. The e-commerce solutions provider, by embracing the iterative process of OKRs, demonstrated that agility is not just about survival; it’s about thriving amidst uncertainty, a testament to the strategic agility that OKRs enable.

The ensuing agility from this approach is more than an operational advantage; it is a strategic one that promotes resilience and future-proofs organizations against the unpredictable tides of change. With each cycle of OKRs, teams can effectively transform strategy into action and evolve their tactics to stay ahead of the curve. This process embodies the proactive dynamism that’s required for teams to remain competitive and agile in a quarter, a year, and beyond.

Thus, the second superpower of OKRs — higher levels of agility — is essential not merely for its role in fostering nimble and responsive teams, but for endowing an organization with the capacity to turn volatility into opportunity. The iterative nature of the OKR framework is the linchpin in this process, propelling teams towards not just surviving, but excelling in ever-shifting market landscapes.

Superpower 3: Alignment of Efforts

The transformative power of OKRs (Objectives and Key Results) in aligning individual efforts toward company goals is rooted in the framework’s inherent transparency. Unlike traditional performance management systems, which often operate within siloed departments and with ambiguous connections to the overall strategy, OKRs lay out a clear path for each member of the organization to see how their work contributes to the bigger picture.

At the heart of this transparency is the practice of openly sharing objectives and key results across the organization. This sharing enables every employee to access the company’s strategic goals as well as the goals of various departments and teams. More importantly, they can understand how their own objectives align with these goals.

This open-access approach demystifies the often complex interdependencies within an organization. When team members can see not just what they need to do, but also how their tasks interlink with other team members’ objectives, a culture of mutual accountability and collaborative spirit is fostered. Individuals are no longer merely cogs in a machine but become engaged contributors who are aware of the significance of their roles in the overall mission of the organization.

A clear example of cross-departmental alignment streamlining efforts through OKRs can be observed in a mid-sized software development company. The company had traditionally struggled with a lack of coherence between their product development, sales, and customer support teams, which often resulted in duplicated efforts and wasted resources.

To remedy this, the company introduced an OKR framework that required all departments to formulate their quarterly objectives and key results, which were then shared openly across the organization. The product development team set an objective to launch a new feature that would reduce the time users spent on a specific task by 50%. The sales team, aligned with this, created an objective to increase sales of the new feature by 20%. Concurrently, the customer support team’s objective was to reduce feature-related support tickets by 30%.

With these shared OKRs, teams began to work more closely. Product developers attended sales meetings to understand the customer needs that sales reps were hearing. Sales strategies were influenced by insights from customer support tickets. Moreover, customer support was better prepared for the launch of the new feature, as they were involved in the development cycle early on.

The result was a significant increase in productivity. Developers created a feature that precisely addressed customer needs, reducing the time on task as targeted. The sales team exceeded their sales goals due to their in-depth understanding of the feature’s value proposition. Customer support saw a reduction in tickets, thanks to their proactive involvement in the development process, which allowed them to create better support materials and FAQs.

Not only did this approach make each team more effective, but the alignment also reduced the typical friction caused by departmental handoffs. Instead of working in a linear sequence, the teams operated in a more integrated and synergistic manner. The visibility provided by OKRs meant that each team member had a clear understanding of how their individual efforts impacted other areas and contributed to the company’s overarching goals.

In addition to boosting productivity, this level of alignment cultivated a sense of belonging and purpose among employees. Being able to trace the line from one’s work to the company’s success is a powerful motivator. As the company continued to refine its OKR process, this sense of alignment and shared purpose became a central aspect of its culture, leading to improved engagement, lower turnover, and a greater capacity for innovation.

These improvements didn’t just manifest in tangible metrics like sales figures and ticket numbers. The company experienced a cultural shift that reinforced the value of collaborative effort and clear communication. Team members became champions of their own objectives and key results, all the while understanding their place in the company’s ecosystem. The OKRs had transformed an environment with isolated workflows into a transparent, integrated, and high-performing organization.

Therefore, through the alignment of efforts, OKRs create a transparent environment that clarifies each team member’s contribution, fostering a collective responsibility that leads to greater productivity. By streamlining cross-departmental endeavors, the OKR framework ensures that the collective force of individual efforts is greater than the sum of its parts, driving organizations toward unified success.

Superpower 4: Focus on Value Generation

In the context of OKRs (Objectives and Key Results), a key distinction lies between ‘outcomes’ and ‘outputs’. Outputs can be considered as the specific tasks or activities completed by a team, such as the number of calls made by a sales representative or the number of features developed by an engineering team. Outputs are often quantifiable but do not inherently measure the success or impact of those activities on the organization’s strategic goals. Outputs are found in OKRs usually when teams tend to scale OKRs right up to individual levels or when teams end up writing output based Key Results because of lack of training on crafting good OKRs.

Outcomes, on the other hand, are the actual results of those activities and how they drive the company forward. They reflect the value created by those outputs — for example, the increase in sales revenue as a result of calls made or the improvement in customer satisfaction due to new features. Outcomes are directly tied to the organization’s objectives and represent the real-world impact of work being done.

OKRs pivot the team’s focus towards value generation — the creation of meaningful, measurable impact. This mindset affects team priorities and decision-making by moving beyond mere activity tracking and toward fostering a results-oriented culture. Teams are encouraged to think about the ultimate benefit or change their work will produce rather than just the work itself. This emphasis on value generation ensures that resources are allocated to initiatives that promise the greatest return on investment, both in terms of time and capital.

Consider the example of a digital marketing team at an e-commerce company whose traditional measure of success was the number of advertising campaigns created and run. While this output-focused approach led to a high volume of campaigns, it did not necessarily translate to an increase in sales or customer engagement — the outcomes that truly mattered to the company.

Upon adopting OKRs, the team re-evaluated their definition of success. They realized that their campaigns needed to drive conversions, not just reach eyeballs. Their new objective was to increase the conversion rate from their online advertisements by 25%. The key results that supported this objective included a specific increase in click-through rates, a decrease in cost-per-acquisition, and an improvement in customer lifetime value.

With this new focus on value generation, the team shifted their decision-making process. Instead of trying to execute as many campaigns as possible, they concentrated on developing highly targeted campaigns that resonated with their core customer base. They analyzed data more deeply to understand customer behavior and used these insights to optimize their advertising strategies.

This shift resulted in a decrease in the total number of campaigns but a significant increase in the conversion rates for the campaigns they did run. The team’s efforts were now directly contributing to the company’s bottom line, and their work was more aligned with the strategic goals. Furthermore, this approach led to better resource utilization, with the marketing budget being allocated to the most effective campaigns, ultimately boosting return on investment.

Moreover, by focusing on value generation, the marketing team was better able to communicate their impact to other departments, fostering collaboration and a better understanding of how each department’s contributions fit into the larger organizational goals. The customer service team, for instance, was able to provide feedback on customer inquiries and complaints related to the campaigns, which the marketing team used to further refine their strategies.

Through the implementation of OKRs focused on value generation, the digital marketing team evolved from being activity-oriented to becoming champions of outcomes that were directly aligned with the company’s growth objectives. This shift not only resulted in increased efficiency and effectiveness but also elevated the team’s role within the organization as a key contributor to strategic success.

So, how does one implement OKRs for Enhanced Team Agility

Implementing Objectives and Key Results (OKRs) can be a transformative process for teams seeking to enhance agility and focus on the actions that drive the most significant outcomes for their organization. The journey to implementing OKRs begins with a comprehensive understanding of the methodology and a commitment to a shift in mindset across all levels of the team. Here’s a practical approach to start using OKRs effectively:

Step 1: Familiarize the Team with OKRs

Start by educating the team on what OKRs are and the benefits they can provide. It’s crucial that everyone understands that OKRs are not just another task list but a strategic framework that connects daily work to the organization’s vision. Encourage open discussions to address any doubts and foster a culture of transparency and continuous learning.

Step 2: Define Initial Objectives

Objectives should be ambitious and serve as a north star for your team. These are qualitative goals that define what you want to achieve. Initially, set 3–5 objectives for the quarter. These should be aligned with the company’s strategic goals and resonant with what the team believes is critical to success. For example, one objective could be “Expand our presence in the enterprise market segment.”

Step 3: Craft Measurable Key Results

Key results should be quantifiable outcomes that, if achieved, will signify the objective has been met. For each objective, establish 3–5 key results based on data that will track progress toward the goal. For the objective of expanding into the enterprise market, key results could include “Secure 10 new enterprise contracts,” “Increase average deal size by 15%,” or “Achieve 95% customer satisfaction in enterprise user group.”

Step 4: Assign Ownership

Each OKR must have a clear owner who is responsible for driving progress. Ownership fosters accountability and ensures that someone is always championing the cause. This can be an individual or a team, depending on the scope of the OKR.

Step 5: Integrate OKRs into Regular Workflows

To ensure OKRs are not sidelined, integrate them into the team’s regular workflows. This means discussing OKR progress in team meetings, incorporating them into performance reviews, and using them to guide decision-making and priority setting.

Step 6: Develop a System for Tracking Progress

Choose a method for tracking progress on your OKRs, whether it’s a specialized software tool or a simple spreadsheet. The tracking system should be accessible to all team members and provide a real-time view of progress.

And what about Obstacles? How does one overcome them?

Resistance to Change: Change can be daunting, and shifting to an OKR framework is no exception. Combat resistance by involving the team in the OKR planning process and by demonstrating leadership’s commitment to the framework.

Overambitious Goals: While it’s important to set ambitious objectives, they must also be achievable. Balance aspiration with realism to maintain motivation.

Misalignment: Ensure that OKRs at all levels of the organization are in harmony. Use OKR planning sessions to discuss and align objectives across teams.

Complexity: Keep OKRs simple and focused. Overcomplicating objectives and key results can lead to confusion and diluted effort.

How important in Leadership support?

The transition to using OKRs successfully requires strong leadership support. Leaders must champion the methodology, provide the necessary resources, and model the behavior they want to see. Leaders should be active in setting strategic OKRs, participating in review sessions, and supporting teams in achieving their key results. Their engagement is crucial in reinforcing the importance of OKRs and establishing them as a central component of the team’s work culture.

To ensure that OKRs are effectively propelling team agility, it is vital to measure and track their success. This will be covered next, emphasizing the use of key performance indicators (KPIs) and regular check-ins as tools for maintaining the alignment of OKRs with the team’s operational rhythm.

Measuring Success with OKRs

One of the most compelling aspects of Objectives and Key Results (OKRs) is their measurability. Properly defined, they allow for continuous tracking of progress, making them powerful tools for maintaining team momentum and engagement. To reap the full benefits of OKRs, let’s delve into the metrics and methods for monitoring their progress and discuss strategies to keep the team consistently focused on achieving its goals.

Defining Metrics for OKRs

Each key result within an OKR must be measurable. However, it is not just about setting a numerical target. The metrics chosen should be indicators of success for the objective they are meant to support. Metrics can take various forms, depending on the nature of the key result:

Quantitative Metrics: These include straightforward numerical targets, such as sales figures, customer acquisition numbers, or production volumes. They offer the benefit of clear, unambiguous tracking.

Qualitative Metrics: While more challenging to measure, qualitative metrics can be quantified through surveys, net promoter scores (NPS), or customer satisfaction indices, which provide insight into the quality and not just the quantity of achievement.

Efficiency Metrics: These measure improvements in processes and systems, such as reduced cycle times or cost savings, and are vital for objectives aimed at internal improvements.

Growth Metrics: Often tied to market expansion or revenue, these focus on increases in market share, new markets penetrated, or growth in recurring revenue.

When selecting metrics, it is crucial to ensure that they are Key Performance Indicators (KPIs) that align with the broader strategic aims of the organization. They should be both influential and informative, providing real-time insight into how well the team is performing in relation to the set objectives.

Methods for Monitoring OKR Progress

Monitoring the progress of OKRs involves a blend of techniques and tools that enable teams to stay on track and make data-driven decisions:

OKR Tracking Software: Specialized OKR software provides platforms where teams can update their progress, visualize performance, and analyze trends. The real-time nature of these tools allows for swift responses to challenges.

Regular Check-Ins: Whether weekly, bi-weekly, or monthly, regular OKR check-in meetings are essential for discussing progress, addressing roadblocks, and recalibrating efforts if needed.

Dashboards: Visual dashboards that display key metrics can be powerful motivators. They offer at-a-glance insight into where the team stands and what needs attention.

Progress Reports: Detailed reports that delve into the data behind each key result can provide depth to the OKR review process and inform future decision-making.

Engaging the Team in OKR Progress

The success of OKRs depends on the engagement of the team in the process. Strategies to ensure team members are invested and momentum is maintained include:

Visibility: Make OKRs highly visible within the organization. When team members can see the goals and their progress towards them, they are more likely to engage.

Ownership: Assigning clear ownership of each key result ensures accountability and a personal investment in achieving the targets.

Celebrating Milestones: Recognizing and celebrating when key results or significant progress points are achieved can boost morale and reinforce commitment to the OKRs.

Incorporating Feedback: OKRs should be dynamic. Encourage team members to provide feedback on the OKRs and suggest adjustments based on their on-the-ground experience.

Learning from Setbacks: Use any setbacks as learning opportunities. Analyzing what went wrong and adjusting strategies can often lead to greater long-term success.

Integrating OKRs into Performance Management: When OKRs are tied to performance evaluations and potential incentives, team members are likely to take a keener interest in ensuring their achievement.

Maintaining Momentum

The final aspect of effectively monitoring OKRs is maintaining momentum. This requires a balance of persistence and flexibility:

Persistent Focus: Keep returning to the OKRs in team communications and meetings to ensure they remain a focal point of the team’s efforts.

Adjusting Course: If certain key results are consistently not being met, it may be time to reassess and adjust them to ensure they are still relevant and achievable.

Iterative Learning: Use each OKR cycle as a learning phase. Gather insights into what works and what doesn’t to refine the approach for the next cycle.

Cross-Functional Collaboration: Encourage teams to collaborate on shared OKRs. This can spread the momentum and foster a sense of shared purpose across the organization.

Frequently Asked Questions (FAQs) about OKRs

1. What makes OKRs different from other goal-setting methodologies?

OKRs (Objectives and Key Results) stand out from traditional goal-setting methods due to their emphasis on ambitious goals and measurable results. Unlike standard approaches, OKRs encourage setting challenging objectives that inspire and engage teams, paired with concrete, quantifiable key results to track progress. This methodology fosters a culture of inclusion, accountability and continuous improvement involving top-down. Bottom-up and cross aligned of goals. This is quite different from the traditional cascading of goals in traditional goal setting methods.

2. How often should OKRs be reviewed and updated?

Regular reviews are crucial for the success of OKRs. Ideally, OKRs should be revisited quarterly, allowing for adjustments and ensuring alignment with organizational goals. This frequency supports a dynamic environment where teams can respond to changes and maintain focus on the most impactful objectives. Within the quarter, depending on teams and nature of goals, cadenced reviews of once a week or fortnightly are recommended as important rituals.

3. Can OKRs be applied to any size of the organization?

The versatility of OKRs is one of their superpowers, making them suitable for organizations of any size, from startups to large multinationals. The OKR Superpower lies in their scalability and adaptability. For small businesses, OKRs offer a clear framework to drive growth and innovation with limited resources. In larger organizations, OKRs excel in breaking down silos, ensuring departmental efforts align with the overall strategic direction. The key to unlocking this OKR Superpower in any size organization is customization — tailoring the framework to fit specific needs, cultures, and stages of business growth. By doing so, companies leverage the full potential of OKRs to drive unified, purposeful action across all levels. Read more about The 3 Levels of OKRs.

4. What are the common mistakes to avoid when implementing OKRs?

To harness the OKR Superpower effectively, certain pitfalls must be avoided. A common mistake is setting too many objectives, leading to a lack of focus and diluted efforts. Overemphasis on achieving 100% of key results can also curtail the ambitious nature inherent to the OKR methodology. Another misstep is neglecting regular check-ins, which are essential for maintaining momentum and alignment. Additionally, failing to align OKRs with the organization’s overall strategy can result in misdirected efforts. A critical error is treating OKRs as a top-down tool only, overlooking the empowering aspect of team and individual contribution in setting these goals. Avoiding these mistakes ensures the full potential of OKRs — their superpower in driving strategic alignment, transparency, and accelerated growth — is realized. Read more on OKR Mistakes to Avoid. Read More on the 2023 OKRs SOIR by OKR International.

5. How do OKRs contribute to employee engagement?

OKRs play a pivotal role in boosting employee engagement, a key aspect of their superpower. By setting clear, challenging yet achievable objectives, employees understand how their work contributes to the larger organizational goals, fostering a sense of purpose and belonging. The participatory nature of setting OKRs enhances this effect, as employees feel valued and heard, increasing their commitment and motivation. Regular check-ins and updates on OKRs create a culture of feedback and continuous learning, further engaging employees. This OKR Superpower of enhancing engagement is not just about aligning tasks; it’s about aligning passions and aspirations of employees with the strategic vision of the organization, leading to a more motivated, committed, and productive workforce.

6. Are OKRs suitable for remote or hybrid work environments?

OKRs are particularly well-suited for remote or hybrid work environments, leveraging their superpower of providing clear direction and accountability regardless of physical location. In such setups, where direct supervision is limited, OKRs offer a structured framework that keeps remote teams aligned, focused, and connected to the organization’s goals. The clarity and transparency inherent in the OKR methodology ensure that everyone, regardless of where they work, understands what is expected of them and how their efforts contribute to the bigger picture. Regular virtual check-ins foster a sense of community and collaboration, crucial in remote settings. This OKR Superpower enables organizations to maintain a cohesive strategy and a united workforce, even when physically dispersed, making it an ideal tool for today’s increasingly flexible work arrangements. Read more about how GitLab manages their OKRs in their Handbook on OKRs.

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